What do you mean by employee nature?

Question 1: How to distinguish the nature of employees and laborers: laborers.

Contract system: signing paid labor per unit time with a unit (or enterprise).

All the people: refers to the official employees of the state who enjoy all the benefits given by the state.

Question 2: What do you mean by the nature of employees? It represents the nature of the work.

Question 3: What do you mean by the nature of personnel? Music or something?

Question 4: the whole people, contract system, labor service, and the nature of employees. What is the difference? You should choose the contract system.

The concept of the whole people is unique to institutions, administrative organs and large state-owned enterprises.

Labor services are generally employees who are employed after retirement, employees of * *, and hourly workers.

Question 5: What are the types of employees? Analysis of human resource management in knowledge-intensive enterprises.

I. Characteristics and differences between knowledge-intensive enterprises and knowledge-intensive employees It is generally believed that knowledge-intensive enterprises have the following characteristics or characteristics: employees in enterprises are mainly composed of people with high professional and technical knowledge and skills; Have a large number of high-tech, cutting-edge and new technology and equipment; High product knowledge and technical content; The contents and links of production and operation mainly rely on knowledge and technical activities; The intangible assets of enterprises account for a considerable proportion.

But these are just general knowledge and understanding of the attributes of knowledge-intensive and technology-intensive enterprises. From the perspective of human resource management and the demand of knowledge-based organizations for human resource management, it is far from enough to have the above knowledge. We should fully realize the uniqueness, individuality, universality and difference of knowledge-intensive organizations and knowledge-skilled employees in human resource management.

(A) knowledge-intensive organizations and knowledge-based employees, the universality and differences of human resource management

Due to many factors such as education level, growth environment, mastery of knowledge and technology, knowledge workers have distinct and prominent characteristics.

1. Personalization and autonomy. In the knowledge-based employee organization, the individual personality and autonomy of employees are very prominent, which is also the consensus of human resource management workers. This individuality and autonomy are mainly reflected in personal needs, development, values and organizational needs, and the asymmetry, imbalance and disharmony of employee development. A large number of investigation facts show that the loyalty and dependence of knowledge workers in modern knowledge-intensive enterprises or organizations on knowledge and professional technology are obviously higher than those in enterprises and organizations. Most of them emphasize personal development and personality development, and put organizational development and team development in the second place.

Another example is Mahan, a knowledge management expert? A large number of empirical studies by Tamoufu also show the outstanding nature of knowledge workers in emphasizing personal growth. The four main factors, ranking and proportion that knowledge workers pay attention to are: personal growth, accounting for 34%; Work autonomy accounts for 31%; Business growth accounted for 28%; Money and wealth only account for 7%.

In addition, compared with other types of individuals, knowledge workers also show great individuality and autonomy in democratic consciousness, concept of people, way of thinking and their criticism of objective things.

2. Challenges and innovation. Knowledge-based organizations and employees are challenging and innovative because of the natural attributes of their knowledge, working objects, contents, gender and other factors. As far as the former factor is concerned, knowledge activity is a process of knowledge collection, induction, utilization, exchange and creation, as well as a process of information and experience processing and refining. At the same time, in this process, various transformations and updates are always in dynamic change. This objectively requires its knowledge carrier to innovate constantly to meet the challenge. In addition, it is the nature of knowledge workers' work and people-oriented demand factors that determine that knowledge workers are more challenging and innovative than other groups.

3. The intangible assets of knowledge-based organizations or enterprises account for a large proportion, and their value often depends on the size and choice of individual value. In today's knowledge economy or information society, the factors of production are no longer as simple as land, labor and capital in the industrial age, but knowledge or related content represented by knowledge has become an important factor of production. The new market value evaluation shows that the market value of an organization or enterprise will mainly depend on its financial capital and intellectual capital. And this kind of intellectual capital refers to intangible assets represented by knowledge, and occupies a considerable proportion.

Another important problem is that we used to be very clear about the form and nature of knowledge assets or knowledge capital, but we were somewhat vague about its production mode and control process. In fact, in knowledge-intensive enterprises, the knowledge capital of the organization is more in the hands of individual knowledge workers. For example, as an enterprise, the possession or possession of knowledge is often some systems, regulations, standards, drawings, materials and databases, which only represent a small part of real knowledge assets. Similar knowledge and experience, technical solutions, design ideas, customer relationship information and some technical secrets often exist in non-organizational or informal systems, mostly in the minds of individual employees in the organization. Therefore, in a sense, the real value of knowledge-intensive enterprises is more reflected in the individual knowledge workers in the organization.

4. Lack of effective methods and means to evaluate the knowledge value of knowledge, knowledge workers or organizations. ......& gt& gt

Question 6: The difference between professional title and employee nature. Professional title is an evaluation of a person's knowledge structure and working ability, which is permanent and lifelong. You don't have to do anything in the future. Professional and technical qualifications are qualifications (such as cost engineers, supervision engineers, asset appraisers), which are related to professional titles but relatively independent. He is a passport for this person to engage in a certain industry. Only those who hold this certificate can engage in this profession, and they have to continue their education according to the prescribed time because of the changes in knowledge structure and national policies during their employment.

Question 7: What is the difference between social security as an employee and a contract worker? Contract workers have signed a labor contract with the unit, and the unit has to pay social security. If there are problems in the future, the labor contract law will apply, and workers do not need to pay social security. In the future, civil law shall apply to problems, but labor contract law shall not apply. Retirees can sign labor contracts if they are looking for a job, because they don't need to buy social security, and they can also sign labor contracts. Please adopt!

Question 8: When I apply for social security, I choose to fill in the column of employee nature: national, contract system, labor service, and I am a sole proprietorship. How do I fill in the sole proprietorship for myself? Are you the boss?

Should I fill it out when I register or when I pay social security?

Just fill in the labor service. informal

Question 9: What is the five-point classification of personnel nature?

Question 10: What are the options for paying social insurance and filling in the nature of employees? What does it mean to be a laborer? According to the enterprise, is it the whole people or the collective, the fixed contract workers or the dispatched workers? The so-called dispatched workers are laborers or non-regular workers, and the local labor service companies have the lowest status.